Académique Documents
Professionnel Documents
Culture Documents
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Learning Objectives
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changes.
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Course Outline
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Organizational Stakeholders
Exhibit 3.11 38
What Is OD?
Long-range efforts and programs aimed at
improving an organizations ability to survive by changing problem-solving and renewal processes.
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OD Is:
Planned. Organization wide. Managed from top. Increases organization effectiveness. Planned interventions.
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The Characteristics of OD
Planned change.
Collaborative approach. Improve performance. Humanistic values. Systems approach.
Scientific approaches.
An Experiential Approach to Organization
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Why OD?
Most cited reasons for beginning change
program:
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Faster.
Quality conscious. Employee involvement. Customer oriented. Smaller.
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businesses.
An Experiential Approach to Organization
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Evolution of OD
Evolved since the late 1940s.
NTL Laboratory-Training methods. Survey research and feedback.
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Internal practitioners from within organization. External practitioners from outside organization.
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Team leaders developing teams. Building learning organizations. Implementing total quality management. Creating boundaryless organizations.
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Organization Culture
A system of shared meanings including:
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Norms (part 1 of 2)
Organized and shared ideas of what members
should do and feel. How behavior is regulated.
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Norms (part 2 of 2)
Pivotal norms - essential to accomplishing
organizations objectives. Peripheral norms - support and contribute to pivotal norms but not essential to organizations objectives.
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Socialization Process
Process that adapts employees to culture.
New employees become aware of norms. Employees encounter culture. Individuals understand power, status, rewards, and sanctions.
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3.
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Psychological Contract
Unwritten agreement between individuals and
organization. Open-ended so issues may be renegotiated.
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Someone recognizes need for change. There must be felt need for change.
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Practitioner and client gather data about system. Objective is to understand clients problems, identify forces causing situation,
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As OD program stabilizes, need for practitioner decreases. Monitor results. Stabilize change.
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Client - person or organization that is being assisted. Creative individualism - questioning of peripheral norms, accepting of pivotal norms.
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Internal practitioner - internal resource for change. Norms - organized and shared ideas regarding what members should do and feel,
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Organization culture - system of shared meanings, including language, dress, values, norms of organization.
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OD specialist - professional who has specialized and trained in OD and related areas.
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Pivotal norms - essential to organization's objectives. Psychological contract - expectations between individual and organization.
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Read Chapter 2.
Read instructions for Simulation 2.1. Read and prepare analysis for Case: The NoGo Railroad.
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